...Employee Training Plan State Of Employee Training in DHS Adoption and implementation of the Training Plan will assure the alignment of training resources with DHS program needs and administrative priorities. Enterprise-wide training needs will be identified on an on-going basis and resources allocated to those with the highest priority. Divisions will continue to have responsibility to identify and address program-specific training needs and will retain their training budgets. DHS will have a shared training delivery system that includes a learning management system, distance-learning resources, other delivery methodologies, standards for design and delivery, evaluation methods and assistance for internal customers seeking consultation on training issues. • There is a statement of Principles for DHS Training that conveys the value of quality training within resource parameters and values the contribution of training to workforce development and program performance outcomes. • An Employee-Training Council is established with membership from: o Cabinet Sponsor/Champion o HR Manager o Chief Learning Officer o Learning Leads from the divisions o Key Customers The governing body will prioritize and allocate resources for enterprise needs, convene Learning Teams to implement design, delivery and projects around the delivery system, refer to divisions those training needs that are “crossdivision,” and roll up reports on effectiveness of training for DHS....
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...an early age, most of us are taught that practice makes perfect. It is the beginning of our training for success that follows us into our formative and informative years. In addition to practice and training, we are also guided to plan, both proactively and reactively. Together these two tasks have the potential to create greatness. The same concept applies to organizations in the world of business. Today’s workplace demands employees to be skilled in performing complicated tasks in a safe, efficient, cost effective manner. “This involves strategic planning which is a process used to determine how best to pursue the organization’s mission while meeting the demands of the environment in the near (e.g., next year or two) and long term (e.g., next five to ten years)” (Blanchard, 2013, p. 27). This paper will discuss the professional development plan for Home Depot to include; strategic planning, learning objectives, delivery methods, measurements/evaluations, timeframes, and expected results. Strategic Planning Completed in Wk 3 Learning Objectives The varieties of training courses that are offered at The Home Depot are numerous. There should be a clear objective that should be established before choosing which training course would be necessary and which training course would occur first. Learning objectives relate to which behaviors are needed to take place after each training for the employees to respond to the course correctly. The objective should give an explanation...
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...Table of Contents | Page Number | Introduction | 3 | Training Needs Analysis | 3-4 | Programme Design | 4 | Programme Delivery * Content Management * Self Management * Room Management * Relationship Management | 4-71089 | Programme Evaluation | 10-11 | Programme Improvement | 11 | Conclusions and Recommendations | 11 | Bibliography | 12 | Appendices * 1 * 2 * 3 * 4 * | 13-141516 | Introduction: In this assignment one will indicate how a training session should be planned, following the stages of the learning cycle. Training Needs Analysis: Training Needs Analysis (TNA) is a systematic gathering of data to find out the training needs of participants. There are many benefits to carrying out a TNA prior to the training programme design stage. One such benefit is to assess the existing knowledge, skills and attitudes of participants, as well as identifying the gaps that need to be filled in order for them to reach their desired knowledge, skills and attitudes. Another benefit is that this information will inform the trainer of the Aim & Objectives of the training programme. And finally, in doing a TNA ensures that the Trainer and the trainee are more likely to achieve positive results from carrying out the training. However, one must bare in mind that there are some challenges to carrying out a TNA. For instance, employees might be concerned that their supervisor might have access to what they write on their forms, so it is...
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...Kudler Fine Foods Delivery Service I believe that Kudler’s Fine Food has an excellent opportunity to expand its gourmet specialty food store by adding a delivery service. An upscale store should provide upscale service, which will expand Kudler’s Fine Food services enormously. Being that the number one strategic objective of Kudler’s Fine Food is to expanded its services, this will surely accomplish this objective. JOB DESCRIPTIONS AND QUALIFICATIONS Program Manager Job Description: The Program Manager is responsible for the overall success of the delivery section. The Program Manager will define the objectives and oversee quality control. Responsibilities: • Communicates expectations to team members • Managers company budget dedicated to the delivery section • Manages daily operational plans • Identifies resources needed, then assigns task to team • Creates plans and revises as appropriate to meet changing needs, and requirements • Determines the need for additional staff • Continually manage company expectations Qualifications: • MS/BA degree from accredited college in a related field of occupation • 10 years of related experience • Excellent verbal, written and oral communication skills Desired Requirements of Experience: • Previous experience in delivery management • Current knowledge of food and health codes • Excellent organizational skills • Excellent customer service skills • Available to work weekends and holidays • Must be able to...
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...II Training & Mentoring Program Leon Stovall University of Phoenix MEMORANDUM FOR CEO InterClean Inc. FROM: Sales Manager SUBJECT: Sales Team Training & Mentoring Plan As a result of the recent selection of our new sales team, I have created a training and mentoring plan. I have attached to this memo a training plan which outlines topics such as, new training and mentoring needs, objectives of the program, performance standards, delivery methods, content, time frames for training, evaluation methods, feedback, and remedial training. Please review this memo and attached plan, and provide any necessary input. If you have any questions you may contact me at tel: 505-463-9714 or email at: pappa_bear_07@yahoo.com. //SIGNED// Leon Stovall, Manager InterClean Lead Sales Division Attachment: Training & Mentoring Plan Training & Mentoring Plan The following training and mentoring plan has been created for the sole intent to better equip the InterClean sales team with the knowledge its employees will need to be successful in today’s vastly growing industrial cleaning arena. The plan provides the necessary information for supervisors and trainers to plan, develop, manage, conduct, and document an effective and efficient training program. Part II of the plan details the new sales team training and mentoring needs, objectives of the training and mentoring program, performance standards, training delivery methods, content...
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... 3, 4, 5 WEEK 2 Individual Assignment, Training Key Areas Learning Team Charter Discussion Questions 1, 2, 3, 4, 5 Weekly Quiz WEEK 3 Learning Team Assignment, Needs Analysis Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 4 Individual Assignment, Delivery Methods Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 5 Learning Team Assignment, Professional Development Plan HRM 326 Employee Development Complete from Week 1 to 5 Purchase here http://homeworkonestop.com/HRM%20326/hrm-326-employee-development-complete-from-week-1-to-5 Product Description HRM 326 Employee Development WEEK 1 Individual Assignment, Organizational Focus and Goals Discussion Questions 1, 2, 3, 4, 5 WEEK 2 Individual Assignment, Training Key Areas Learning Team Charter Discussion Questions 1, 2, 3, 4, 5 Weekly Quiz WEEK 3 Learning Team Assignment, Needs Analysis Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 4 Individual Assignment, Delivery Methods Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 5 Learning Team Assignment, Professional Development Plan HRM 326 Employee Development Complete from Week 1 to 5 Purchase here http://homeworkonestop.com/HRM%20326/hrm-326-employee-development-complete-from-week-1-to-5 Product Description HRM 326 Employee Development WEEK 1 Individual Assignment, Organizational Focus and Goals Discussion Questions 1, 2, 3, 4, 5 WEEK 2 Individual Assignment, Training Key Areas Learning Team Charter Discussion...
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...Professional Development Plan Marquita Perry HRM/326 January 16, 2012 David Goldstein Professional Development Plan Appropriate Delivery Method Starbucks’ baristas are responsible for providing good customer service as a regular part of their positions. This requires them to be well-versed in the various products, have the ability to make beverages correctly and consistently, and the ability to operate the store’s equipment all while remaining courteous and polite. With that said the most appropriate delivery method for training its employees is structured on-the-job training (S-OJT). Web-based training is also appropriate for instruction on making beverages and operating equipment, but the best training in this type of customer service environment is S-OJT. S-OJT is structured training that takes place in the real work environment with customer interaction because it occurs during operational hours. The trainee generally shadows the trainer for a period designated at the onset of training. After the shadowing, the trainee is required to demonstrate his or her abilities while the trainer observes. During the observation period, the trainer makes suggestions or corrections so the trainee can adjust prior to moving into his or her position within the store. S-OJT is appropriate for Starbucks’ organization because emphasis was placed on consistency and uniformity on a regional level in 2010. At one point, Starbucks determined that...
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... 3, 4, 5 WEEK 2 Individual Assignment, Training Key Areas Learning Team Charter Discussion Questions 1, 2, 3, 4, 5 Weekly Quiz WEEK 3 Learning Team Assignment, Needs Analysis Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 4 Individual Assignment, Delivery Methods Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 5 Learning Team Assignment, Professional Development Plan HRM 326 Employee Development Complete from Week 1 to 5 Purchase here http://homeworkonestop.com/HRM%20326/hrm-326-employee-development-complete-from-week-1-to-5 Product Description HRM 326 Employee Development WEEK 1 Individual Assignment, Organizational Focus and Goals Discussion Questions 1, 2, 3, 4, 5 WEEK 2 Individual Assignment, Training Key Areas Learning Team Charter Discussion Questions 1, 2, 3, 4, 5 Weekly Quiz WEEK 3 Learning Team Assignment, Needs Analysis Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 4 Individual Assignment, Delivery Methods Discussion Questions 1, 2, 3, 4 Weekly Quiz WEEK 5 Learning Team Assignment, Professional Development Plan HRM 326 Employee Development Complete from Week 1 to 5 Purchase here http://homeworkonestop.com/HRM%20326/hrm-326-employee-development-complete-from-week-1-to-5 Product Description HRM 326 Employee Development WEEK 1 Individual Assignment, Organizational Focus and Goals Discussion Questions 1, 2, 3, 4, 5 WEEK 2 Individual Assignment, Training Key Areas Learning Team Charter Discussion...
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...innovations in adult education, it will allow us to see how we have grown from the past teaching styles and delivery methods to the advanced opportunities that we have today. Adults of today are looking to increase their knowledge and improve their skills from a few different ways. There are able to do this through formal and informal training, on-the-job training, and self paced courses. In today’s society adults need to be educated or have some type of trade or skill in order to be competitive in the workforce. Before you can get these adults to return to school you have to first get them to get over any fears they may have. Therefore, we will discuss those fears and obstacles that prevent the adult learner from achieving their maximum potential and provide them with some methods to overcome or cope with them as well as allowing them to see that technology is there to help them. Keywords: education, innovations, training, advancements, potential, technology. New Innovations in Adult Education The workforce today is in desperate need of well qualified and educated individuals. These individuals are important, and are needed in order for companies to advance and keep up with the growing and demanding economy. Competition with foreign companies is growing as well making it hard for individuals who have little or no education. Therefore, training these adults and giving them the skills they need is a must. Adults need to be brought up to speed on the...
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...Technology’s Impact on Employee Training Introduction Technology impacts every aspect of our lives in the 21st century. In our fast-paced professional environments, we continually seek efficiencies with our time management skills and training methods that meet the real time needs of both the organization and the individuals that require that these learning objectives are implemented into their daily jobs. In the past, on-the-job training offered the most effective avenue for transferring knowledge. However, with the introduction of technology in the United States during the 20th century, ensuring quality standards were implemented meant that organizations had to re-evaluate their training methodologies. Additionally, laws implemented to advocate for workers also brought about changes in the approach to employee training. With the onset of technology as a helpmeet for understanding the needs of an organization as well as offering training that helps grow the business, employers began implementing these new technological learning opportunities when offering employees both company-centric and legally required training. Noe (2010) tell us that, “Recognizing the value of human, social, and structural knowledge, many companies are attempting to become learning organizations and to manage knowledge in order to develop better products and improve customer service.” Therefore, as companies proceed into the 21st century and modify their approach to training on a global scale, technology...
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...Career Development Plan II Training and Mentoring Program HRM531 June 12, 2011 Career Development Plan II – Training and Mentoring Program The merger between InterClean and EnviroTech has sparked a new strategic direction. Consequently, the merged companies will be introducing full-service cleaning solutions for organizations in the health care industry. To facilitate the company’s new direction, management has assembled a new sales team and development plan to help the team be successful at implementing the new strategy. The new sales team will be consisting of Jim Martin, Vice President of Sales, Tom Gonzalez, Sales Manager, and Outside Sales Representatives, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. Additionally, the next step is to create a training program for these employees. This training and mentoring program is designed to prepare the new team to carryout the objectives of the company. Furthermore, when creating a successful program, management must first identify the new training and mentoring needs, objectives of the program, performance standards, delivery methods, contents, time frames, evaluation methods, feedback, and alternate avenues for those who require further development. Assessing Needs and Objectives When selecting members for the new team, management focused on specific skill sets that would be significant to the success of the organizations new strategy. Notably, employees from both entities were evaluated and chosen because...
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...into account when developing training. When developing training for the adult learner, several factor will need to be taking into consideration. One of them are how adults learn. The following will summarize key points to consider when developing a training program. A training program will need to demonstrate why it is important to learn the material (Lieb, 2014). Stephen Lieb listed six reasons of motivation for adults (Lieb, 2014). The six reasons are: Social relationships, External expectations, Social welfare, Personal advancement, Escape/stimulation, and Cognitive interest (Lieb, 2014). In the workplace, employees may be motivated by personal advancement if it is made clear how the training will benefit their career (Lieb, 2014). Adult learners have experienced positive and negative outcomes in life because of this adult learners may be sensitive to criticism. When planning a training program, it will be important for the trainer to be careful with how feedback is worded (Goodland, 2014). The trainer will need to be respectful of the sensitivity of adult learners (Lieb, 2014). Also, the trainer need to establish how to positively reinforce continued learning (Lieb, 2014). Adult learners come with knowledge and life experiences that will need to be taken into account when planning a training program (Lieb, 2014). Because of the knowledge and experience, adult learners need to know the relevancy and the practicality of the training program (Lieb, 2014). Adult...
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...Management and PRINCE2 – one or the other, or both? Qualifications & Training About APMG-International About the DSDM Consortium 3 4 5 6 8 9 9 10 11 3 Foreword from Richard Pharro, CEO, APMG-International Agile Project Management provides an approach that offers agility but retains the concepts of a project, project delivery and project management. It works alongside more formal project management approaches such as PRINCE2® and complements quality processes such as ISO90001 and CMMI. Agile Project Management enables organizations to gain the benefits of an agile approach without introducing unnecessary risks. This ensures ‘going agile’ becomes a measured and balanced change, keeping what is good in the current organization and retaining existing good practices around project management and delivery whilst gaining the benefits of a more agile way of working. Providing a flexible yet controlled process that can be used to deliver solutions, Agile Project Management combines effective use of people’s knowledge together with techniques such as iterative development and modelling to achieve tight project delivery timescales. It offers flexibility while still recognising the processes that give project managers confidence to run their projects effectively. This paper explores the central concepts of Agile Project Management and clarifies its relationship with the DSDM® Consortium’s Atern® method, and also positions Agile Project Management in relation to alternative...
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...|INSTITUTE |Distance Leaning College and training | |COURSE |Human Resources | |UNIT TITLE |CIPD4 DEP | |TOPIC |Section 2 | |TASK REF |Effective Human Resource Service | |THE TASK | | Please type the question here before you provide us your answer. a. Identify a minimum of 3 users of HR services b. For each of these users identify at least 2 key needs and explain how conflicting needs can be prioritised effectively c. Identify at least three methods of communication, and explain the advantages and disadvantages of each. Ensure that the three methods are appropriate to employees at different levels. d. Describe the key components of effective service delivery including building and maintaining good relationships, handling and resolving complaints, dealing with difficult customers, timely service delivery, budget implications and continuous improvement...
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...is defined as acquisition of knowledge and skill using electronic technologies such as computer and Internet-based courseware and local and wide area networks. Broad definition of the field of using technology to deliver learning and training programs. Typically used to describe media such as CD-ROM, Internet, Intranet, wireless and mobile learning. Some include Knowledge Management as a form of e-learning. The term was introduced in 1995 when it was all called "Internet based Training", then "Web-based Training" (to clarify that delivery could be on the Inter- or Intra-net), then "Online Learning" and finally e-learning, adopting the in vogue use of "e" during the dot com boom. Types of e- learning There are fundamentally two types of e-learning: synchronous training and asynchronous training. Synchronous, means "at the same time," involves interaction of participants with an instructor via the Web in real time. Asynchronous, which means "not at the same time," allows the participant to complete the WBT at his own pace, without live interaction with the instructor. A new form of learning known as blended learning is emerging. As the name suggests it is an amalgamation of synchronous and asynchronous learning methods. Asynchronous Methods Embedded learning: Embedded learning is information that is accessible on a self-help basis, 24/7. It can be delivered to the place of work, or to mobile learners. Electronic performance support system...
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